AI Equality Plan Generator
without paying €8,000 to a consultancy

Which companies are required to have an Equality Plan?

Since March 2022, every company in Spain with 50 or more employees is required to draft, negotiate, and register an Equality Plan (Royal Decree-Law 6/2019 and RD 901/2020). Some smaller companies are also required if their collective agreement mandates it.

What is the penalty for not having an Equality Plan?

Penalties range from €751 (minor serious infraction) up to €225,018 (severe repeated infraction) under LISOS. The company is also excluded from public contracts and subsidies, and may be ordered by Labour Inspection to produce a plan within a set deadline.

Does the plan generated by Nomos comply with RD 901/2020?

Yes. Nomos generates every mandatory section of RD 901/2020 — quantitative diagnosis, pay audit, measures with indicators, timeline, monitoring, harassment protocol, and modification procedure. The final document is ready to negotiate with worker representation and register at REGCON.

Do I need an external consultancy in addition to Nomos?

Not mandatory. RD 901/2020 does not require an external consultancy. What it does require: negotiation with the legal worker representation (or negotiating committee), signature, and REGCON registration. Nomos provides the document; the negotiation is internal.

Can I update the plan every year without paying again?

Yes. The Equality Plan must be reviewed at least every 4 years, but many companies update it annually to include the latest data. With Nomos you regenerate the document by uploading the new data — no need to pay for another full external audit.

How is headcount counted to know whether I reach 50?

The company's total headcount is counted, adding every site and every contract type: permanent, temporary, seasonal and agency workers. Temporary contracts that ended in the previous six months add one person per 100 days worked or fraction. The count is taken on the last day of June and of December each year (art. 3 RD 901/2020).

What deadlines apply once I am required to have one?

Three months to set up the negotiating committee from the day the headcount is reached (art. 4 RD 901/2020) and, from the end of that period, one year at most to have the plan negotiated, approved and filed for registration in REGCON. The plan's maximum term is four years.

Who negotiates and who approves the equality plan?

A joint negotiating committee: the company on one side and the legal representatives of the workers on the other (works council or staff delegates). If the company has no representatives, the committee is formed with the most representative unions in the sector, which have ten days to answer the invitation. Both parties sign the plan and it is registered in REGCON; no public body approves it.

My company has fewer than 50 employees. Do I have to do anything?

Yes: the protocol against sexual and sex-based harassment is mandatory for every company, and so is the pay register. The full equality plan is only mandatory below 50 if your collective agreement requires it or the labour authority agrees it. Even so, many SMEs negotiate and register one voluntarily because it scores as an award criterion in public tenders and in grants.

Is there an official equality plan template in Word?

The Ministry of Equality publishes guides and diagnosis tools at igualdadenlaempresa.es, but there is no single official template: the minimum content is set by article 8 of RD 901/2020. On this page you can download a Word template with that complete outline and guidance notes in each section; Nomos generates the content of each one from your data.